- May 16, 2011
- 21
- 4
Buried in this court document on pages 102-105, Jim Little & the company have an agreement letter of 4.8% equity for TWU.
http://www.amrcasein.../4131_15463.pdf
http://www.amrcasein.../4131_15463.pdf
Assuming that the APA eventually signs an agreement during the Ch 11 case and gets its 13.5% claim, the disparity in the size of the claims is stunning. The TWU claim is just slightly more than 1/3 the size of the stake offered to the pilots, yet the TWU represents more than twice as many members. On a per-pilot basis, the claim rejected by the APA would be worth at least six times more per pilot, on average, than the per-TWU member claim, on average.
How is this news? APA gave up their 13% when they turned down the TA. UCC has said no equity without a TA.
Assuming that the APA eventually signs an agreement during the Ch 11 case and gets its 13.5% claim, the disparity in the size of the claims is stunning. The TWU claim is just slightly more than 1/3 the size of the stake offered to the pilots, yet the TWU represents more than twice as many members. On a per-pilot basis, the claim rejected by the APA would be worth at least six times more per pilot, on average, than the per-TWU member claim, on average.
The 17% cost savings demanded of the TWU was a larger sum than the 17% demanded from the pilots, as the TWU-represented employees cost, in the aggregate, more than the pilot workgroup. Either AA offered an exhorbitantly large claim to the pilots or AA offered an extremely stingy claim to the TWU-represented workers.
The APA's percentage is 13.5%, APFA's is 3%.
Yes, but much of that disparity was there before the bankruptcy. AA provided the pilots a Defined Benefit (the "A plan") plus AA contributed 11% to the Defined Contribution "B plan." The pilots didn't have to contribute anything to it, so the word "match" has never been a part of the pilot retirement. The pilot LBO ups AA's contribution to 14% (from 11%) to make up for the freezing (or possible termination) of the A plan.Don't forget the disparity between 401k match.